Human Resource Information Systems and Recruitment Process - Literature review Example

Human Resource Management Information Systems Literature review Author’s name Institutional affiliation Introduction Human Resource Management Information Systems is a computer software designed with the intention of not only hastening and abridging but also refining its quality through mechanization of the essential activities and set objective. It seeks to amalgamate Human Resource Activities and Information Technology into one database. This is done with the aid of a software known as enterprise resource planning. Over years it has been to improve management and running of activities in many companies (Chauhan et al. 2011, p.58). However, most leading companies suggest that it is not the technology but the art with which humans integrate it into the management processes. It has been the most accurate factor in realizing competitive advantage. Among the many management components, recruitment is an essential process. This is because the individuals recruited from the backbone of the company and their characters and skills determine the productivity the particular company. This paper therefore outlines the background of Human Resource Management Systems and various recruitment methods which enhance competitiveness. Background Before World war two in the twentieth century, Human Resource Management was a scientific management which entailed book keeping whose core principle was to capitalize on the productivity of the employees. However, there was no technology which could at least automate any data. After world war two, companies realized that there was need to enhance their employee motivation strategies and also the recruitment processes especially in the military system. The prior era had subjected employees to abusive experiences and then led to creation of trade unions. Payroll was the first activity to utilize computer technology in company set up (Alshibly 2011, p.161). It was adopted by large companies but due to it expensive nature, they could only outsource it from vendors. The trend rose at a higher rate which led to mushrooming of many vendors who were out to assist Human Resource departments in automaton of their software and hardware (Bal et al 2012). Meanwhile, computer technology was springing too and most companies considered it cost effective. Vendor and computer technology upgraded to an ample Human Resource Management Information Systems. It was adopted by many companies due to its efficiency Human Resource Information Systems and Recruitment process The use Human Resource Information Systems has over years aided in the recruitment process through the use of online applications. This aids in reducing costs which could have been incurred in printing of documents. In addition, it saves the potential employees data which can be retrieved any time for reference (Ramezan 2011, p. 133-140). Due its automated nature, it can be customized to only allow application of the qualified candidates. This saves the managers time to sort out the applicants. It is also an essential tool for financial resources accountability since it can help the company track the costs incurred in the entire process. Thite et al 2012 state that “The effective management of human resources in a company to gain competitive advantage requires timely and accurate information about current employees and potential ones in the labor market. The use of Human Resource Information Systems has aided in the provision of the essential data. Literature Review Most successful recruitment methods for successful companies Most startup companies wonder how the competitive companies get the best workers at their workplace. There is a wide range of the techniques used by these companies. The methods addressed in this literature review will help create the missing link Recruitment for attitude and train for skills An individual’s thought or reaction towards an action, other people or ideas determines their outlook. This is mainly reflected on their conduct which could either be negative or positive. Behavior is bread from a continued span of habits which determine ones character and personality. Thinking outside the box Successful companies are redefining the recruitment and hiring process. They no longer focus only on the resumes since they provide limited details about the applicant. They have adopted the use of web 2.0 where sites such as LinkedIn and other similar sites. According to Khera and Gulati 2012, Human Resource information systems utilize modern technology which makes accessing social websites easier Employee referral programs Aggarwal and Kapoor 2012 state that current employers are a key tool in providing the company with good candidates. He explains that this can be achieved through designing of programs that present employees with the mandate to refer their acquaintances. Databases This entails keeping all information of past interviewed applicants. Thite et al. 2012 state that a comprehensive information representation provides a database essential for connectivity across units of a company. This makes the hiring and recruiting processes easier since they can use the readily available data in the database to recruit new candidates. This helps improve the competitiveness of the company. According Kumar 2012, Millennials make up the highest number of job seekers in the current market world. Recruiters therefore have to look for ways which soot the generation because salary has been ruled out as their main motivator. According to Justin Sherratt, CEO of Gawoop Inc. the members of the group need a challenging work environment with a dash of vanity. For a candidate to be successful in job application, their resumes need to be up to date. The same case applies to companies and they ought to ensure their websites are well updated. This applies to all other social sites since it will enable them attract best talented candidates with a sense of purpose According to (Karakanian, 2000, p35) information technology has had a big impact on the function of human resource management. Human resource management has provided support to administrative activities. Information technology enhances the recruitment process both long term and short term contracts. Most organizations use different method of recruiting the best candidate for a certain position. Studies have shown that job advertisements are commonly used strategies by companies to acquire the right candidate for the success of the organization. According to these researches, advertisements attract the right candidates the company is looking for. These advertisements contain important information about the job hence attracting only the qualified candidates. Other methods used in recruitment process are internal bulleting and also personal recommendations. The main aim of these methods is to seek for recommendations from employees in order to isolate the perfect candidate for the job from the rest. According to (Kulik, 2008, p.550) recruitment and election process is the ethical approach by companies to seek and interest the very competent and most suitable candidate for a position. Human resource management ensures that the company’s’ human capital is used to the full capacity and produces a successful business for the firm. The success of the firm is largely influenced by the kind of human capital recruited. According to various researches Human Resource planning helps in following the workforce gap, quality and quantity of labor force. Basically human resource management system has allowed HR activities to electronically occur. Cases where recruitment methods have led companies to achieve better than average results According to a research by Ramezan 2011 in the Iranian National Oil Company, they found that the effectiveness of the information systems could be measured through customer fulfilment. This is because the company has made use of information systems in their administrative and recruitment processes. The adoption of referral system from their employees has made the company to have the best team which keeps it competitive advantage at a higher level. According to research done by Mohanty and Tripathy 2007, In National Aluminum Company, has gained competitive advantage worldwide due to the adoption of Human Resource Information systems in their management processes not only in recruitment but also organization of general data. This entail customer data and their supplier information. It has made it to be one of the successful companies in existence in maintaining a good database. IKEA is the best furniture assembling company in the world. It has branches in all continents and has its new branch opened in Australia. According to Wei and Seng 2015, IKEA has greatly benefited from thinking outside the box. For example in their newly opened branch in Australia, they indicated career instructions in the company’s signature flat-pack product boxes. The outcome led to recruitment of two hundred and eighty employees. They also adopt retention of their employees. Bibliography Aggarwal, N., & Kapoor, M. (2012). Human resource information systems (HRIS)-Its role and importance in business competitiveness. Gian Jyoti E-Journal, 1(2). Al-Shibly, H. (2011). Human resources information systems success assessment: An integrative model. Australian Journal of Basic and Applied Sciences, 5(5), 157-169. Bal, Y., Bozkurt, S., & Ertemsir, E. (2012). The importance of using human resources information systems (HRIS) and a research on determining the success of HRIS. Chauhan, A., Sharma, S. K., & Tyagi, T. (2011). Role of HRIS in improving modern HR operations. Review of Management, 1(2), 58. Khera, S. N., & Gulati, K. (2012). Human Resource Information System and its impact on Human Resource Planning: A perceptual analysis of Information Technology companies. Journal of Business and Management, 3(6), 6-13. Kumar, R. (2012). Human Resource Information System: An Innovative Strategy for Human Resource Management. Gian Jyoti E-Journal, 1(2), 1-12. Karakanian, M., 2000. Are human resources departments ready for e-HR?. Information Systems Management, 17(4), pp.35-39. Kulik, C.T. and Perry, E.L., 2008. When less is more: The effect of devolution on HR's strategic role and construed image. Human Resource Management, 47(3), pp.541-558. Mohanty, M., & Tripathy, S. K. (2007). Effectiveness of Human Resource Information System: A Study in National Aluminium Company Limited (NALCO). Management and Labour Studies, 32(4), 422-450. Ramezan, M. (2011). Measuring the effectiveness of human resource information systems in national iranian oil company an empirical assessment. Iranian Journal of Management Studies, 2(2), 129-1145. Shiri, S. (2012). Effectiveness of Human Resource Information System on HR Functions of the Organization-A Cross Sectional Study. US-China Education Review A, 9, 830-839. Thite, M., Kavanagh, M. J., & JOHNSON, R. D. (2012). Evolution of human resource management and human resource information systems. Wei, S., & Feng, A. (2013). Research on applications of Human Resource Information System in SMEs. In 2nd International Conference on Science and Social Research (ICSSR) (pp. 804-807). Read More